#pip

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First they look everyone who has active corrective actions such as PIPs, verbal, written, and final warnings and attendance issues.

Then they look at who on the team is rated as high potential, emerging talent, high professional, valued contributor, and low potential. Half you probably don’t know about these rating bc your supervisor is NOT obligated to inform you of this rating but you are given this rating each year.

Then they look at 2024 EOY rating such as developing, achieving, leading (the ratings your supervisor is required to disclose during your EOYs and mid years) as well as what you have been rated thus far for 2025.

Then they will go off historical performance and what your direct supervisor or AD has to say about you and their personal input.

They will not use any of this data at all if your position or location has been RIFd entirely. And therefore you are susceptible to still being let go if you are and have been a high performer.

Accenture is well known for its PIP and easy way to get rid of employees.

Have any personal experience how often and prevalent these are? Describe your PIP experience, location, and if you were able to fight, pass.

There were some posts about stacked rankings and PIP's. Is this going to be company-wide? Is there a target %?

I can handle being laid off. What would really break me is being PIPed and then fired, which is exactly how my old company got rid of people to save money. That’s the reason I left. After having that kind of threat hanging over me for years, a layoff almost feels like mercy.

I'd like to volunteer, but I don't want to risk it if we're done for now. The last thing I need is to be PIPed and kicked out without anything because I put a target on my back for no reason.

Ok the pip plan was to improve me so me could stay supposedly. At my pip meeting last week I was told I was failing and I could take the PIL for one month that is left. I asked if I worked real hard and tried could I pass. I was told there was no way I could recover and pass. All my coworkers have distanced themselves from me and I am an outcast. My end date is at the end of November so I guess this is the end. There reasons for me not passing were insignificant and meaningless. My manager is a coward and only told me I was failing at the end. I told them I thought pip was supposed to help you improve and stay. I am being forced out and isolated. The manager told me why would you want to stay where are not wanted or liked. They want me to quit and sign a separation resignation letter. I told them no. I am ready to go and will start looking for a new job in 2026. It is evil the way the piped me at 50 years of age so I cannot get my retirement. I believe I can get my lump sum but it is heavily discounted.I was 5 years away from retirement but now have to look for a new job. Be careful they are heavily targeting 50 year olds. I and another 51 year old are being forced out this year. My pip was impossible to pass.

More mass layoffs right before holidays

Anyone else have a lawyer on retainer waiting for a pip and ready to sue?

Seems like Quest Software’s management has completely lost the plot. Leadership keeps talking about “AI” like it’s some magic fix, but it’s obvious most of them don’t even understand what the products actually do. It’s all buzzwords and no direction.

The work environment has become toxic — people are walking on eggshells, afraid of being the next one on a PIP. Feels like they’re trying to push people out instead of doing proper layoffs so they can avoid paying severance.

There’s a lot of backstabbing going on now, too. Everyone’s in survival mode, trying to protect themselves because no one trusts leadership anymore.

Used to be a great company with solid products and good people. Now it’s chaos and confusion from the top down. Sad to watch what it’s turned into.

Remember, slackers and under-performers have been PIP’d and let go. If you are reading this, then you know who you are.

CE1 will succeed and be a fantastic product.

Any thoughts?

PIP worst process, horrible HR mgmt.. Target needs to adapt to fast and simply this process.

TII - leadership and PEs in TII
Horrible, immature, cocky with zero substance, no INTEGRITY, no MORALS ,ZERO engineering and ZERO FOCUS in meetings /mails.. horrible characters.. must be fired in the spot.

As far as I am concerned, their behavior constituted belligerent fraud.

I heard from a reliable source that a well known VP was complaining that too many employees were passing pip. His orders were to make it harder to pass so more employees would leave. My pip plan is very complicated. I completed all my task projects and they keep adding more to it. I protested but they said the pip plan could change depending on performance needs. I contacted HR and got no help at all. I was told the supervisors and managers were in charge. It feels impossible to satisfy the requirements of this pip. Oh well I guess I will retire. I will tell off that smug d-mb a ss supervisor and useless manager when I leave.

I am just curious to see the ages exxon has targeted in the past. I know employees from their 30's to 60's that were piped and forced out. I know several ages 35, 42, 47, 55, 57,58, 62, 64 and 67 years olds. I know none aged 52 to 54 so no NREs. I want to know to expect as I have more than ten years to go.

Hello, I recently received an offer from AWS Proserve for a Sr Deliver Consultant role and wanted to know about the team.
Few points are :

1) How stable is the team? Are the frequent PIPs and layoffs?
2) How’s the medium term future of Proserve? Are there projects?
3) Is the delivery consultant more hands on role or is it more talking?

Thanks

Hearing that HR is now ramping up PIPs. If support needed on the mid year the guidance is to also put an employee on a pip. There is a push for this. TR is becoming Amazon except for shi*tier pay and now RTO.

Has anyone ever come out of a pip successfully?

What’s the longest anyone has ever been on a CP before they were put on PIP?

Work at night is very common for our team.

Will I get a PIP? Or let go?

My family needs the paycheck.

Here is my story and predicament. If anyone has gone through what I am going through please post. I don't need the sarcastic remarks about how exxon wants me out because I know that. I am 54 and on DPC plan with 13 years service. I was told that if they don't see enough improvement I could be piped or terminated. I am doing what they want but the manager keeps nit picking my efforts and focusing on extraneous goals. I was told they would write up my progress and the manager would decide. One of my old friends went through this a few years ago and was told the same things. In the end he was passed and made it to 57 and retired. I don't know if they are bluffing or really going to try to get rid of me before I can retire. I asked all of my old exxon retirees if any employee was terminated during NRE years and they all said no. Exxon could fire me and I can still retire with several million in the bank now so I am not that worried. i still want to get my lump sum and medical though. Any helpful advice from those being squeezed.

#1 - No severance if you’re fired for cause
# 2 - save money on payroll
# 3 - give them COBRA, but they will pay unsubsidized premiums for health insurance

Or is that something that can be handed out throughout the entire year?

Every time I think we've hit rock bottom, they find a new way to stress us out. The constant changes, PIPS, the fake pep talks, the micromanaging, layoffs, AI... It’s draining everyone. Do they want to have a completely demotivated workforce that only does the bare minimum? Is that the goal here?

Anything? I'm so tired of only ever hearing about layoffs and shutdowns and PIPs and lost benefits and who knows what else.

This new 8-hour presence requirement is wrecking morale on my team. This is worse than what we had 20 years ago.

Need to pick your kids up from school? Forbidden unless you badged in at 6:30 AM.

Need to go to a doctor's appointment? Better not come into the office then or you'll lose your 8 hour average.

Want to come in an extra day this week to briefly support a team event? Not unless you want to get put on a PIP and lose your bonus.

Imagine thinking that hybrid "flexibility" is choosing which three days to sit in traffic.

All this, not because it improves performance, not because it helps clients, but because some crusty old executive can’t stand the thought of people being trusted to work like adults.

Be aware that if your manager at L3Harris puts you on a PIP (Personal Improvement Plan) that they are planning to lay you off without a severance package.
You will make it through the designated time period, but there will be one caveat - they will be able to let you go at any time without any reason or justification.

Do pip usually happen at specific times of the year, or can they be started anytime? My manager has been collecting evidence lately, and I’m starting to feel that I might be placed on one soon.

Don't forget to fill out your common review to highlight all your accomplishments over the year and also submit your peer reviews. If you go above and beyond and are a high performer management will reward you with a low merit score of a 2 or 3 and give you no bonus only to give 3 and 4 scores to those who kiss their behinds and are their favorites. Then place you on a CAP if your lucky only to lay you off. Also, please fill out your survey as they care about your feedback

Most of these threads are negative so I thought I’d share a positive story. I was NSI’d this year. Long story, ugly conflict with my previous organization. I’ve since transferred, and my new supervisor is proactively working with me to get through the PIP. Defending me from employee services, providing positive advice, and providing me opportunities to be stronger this year. It’s a nice change of pace from a previously toxic assignment. And no, I’m not a management plant.

After being a Star Performer till mid year, I was handed a PIP for the latter half of the year and put in Groupo 5 and served PIP. Through out the PIP for 2 months, HR did not show up even once, and after 60 days, I was terminated with notice period.
Again, HR was not involved at all. Is this normal?

If i stop showing up in the office, how long will it take to get a package? My situation is i have enough money to retire. I can't stand sitting in the office with the freak show there. If i stop going can they fire me, or will then default to writing me up and then PIP and then give me a package. My package is worth like 6 months, so i want it. I fu--ing hate working at this place so bad. Its painful working here.

If I was worried about losing my job. I would make sure I was doing what I was supposed to be doing, and where I am supposed to be. If you leave the building and don’t clock out or lie about it that’s time card fraud. You will be put on a PIP and volunteering yourself if there is a next layoff. Also, time fraud will get you the boot so fast you won’t know what hit you. So, if you’re super worried about your job I would do your job.

Tell us the ridiculous feedback you received from your manager in 1-1 coaching or PIP meetings.

I joined this fkn company cuz of the defined benefit of plan because in my mind it used to offset the PIP/PDS bullsh-t we have to do every year. Well Atleast they don’t do layoffs right ? I mean even tho the PDS system can be biased it can never be soo biased and merit must count somewhat right ?

Now they do fkn PDS/PIPs and do layoffs AND the raises are sh-t. So can someone please explain to me how does this make imperial better than CNRL/CVE/SU ? Fk being equal, I think imperial is the worst of all of these.

Oh and we don’t get company wide bonuses.

Those of us who were put on PIPs for no reason didn’t even get that.

Posting this for the inevitable questions over the coming months, or more likely next year when fears of being PIPd come up. These are the groups and the percentages for each group. Reminder: if you are in Group 4 or 5 you will not be eligible for severance. I expect very few who are let go receiving severance next year when there will be 25% of the population to choose from who would not be eligible.

Group 1 - 10% - Significantly Exceeded Expectation
Group 2 - 15% - Exceeded Expectations
Group 3 - 15% - Achieved Expectations
Group 4 - 15% - Achieved Some Expectations
Group 5 - 10% - Did Not Meet Expectations

Found out my co worker is on the PIP. He has been with Exxon for 22 years and had cancer last year. He was working even during the treatment even days he had Radiotherapy. I work with him often and his performance did not change. Can't stand this place!!!!!!!!!

The writing is on the wall. Pips are getting harder to pass. Employees in thier 40s and 50s are being pushed out. It's a huge toliet bowl that is on constant flush. I along with others are having our work outsourced. Most of the work is going to india and we just review it. We are all being systematically pushed out. All work groups are being gutted. I feel sorry for the new hires that are told the lies about a job for life. They are not told of the constant piping and cutthroat ranking system.
OP: @ag+1k687ancz

This is the gist of it. How it will all play out for regions or orgs, doesn’t really matter.

Or only the layoff is the only way yo be thrown out of Cisco?

For those expecting a golden parachute, consider this a warning: the bank does not want to pay severance. They already stretched funding for layoffs this year, and the idea of generous packages next year is a myth.

What you will likely see instead is a rise in “inconsistently meets” ratings or worse. If you miss your 4x8 schedule targets or fail to stay “in the zone” with daily activity metrics, don’t assume it will be overlooked. Ignore this at your own risk.

The system is designed to keep you boxed in. Step the wrong way and you may quickly find yourself on a PIP and out the door. This isn’t about development—it’s about attrition. They don’t need to force you out if the conditions drive you to quit on your own.

And don’t make the mistake others have made by filing complaints during leave—you risk being terminated for cause. Right now, management is looking for any excuse to cut costs.

That’s the reality. Take it seriously.

You would think if you were getting a $20+ million dollar compensation package to eventually fire most of Discover, that you’d have the courage to do it in person. Classy move Dan.

Doesn’t seem like the culture at Capone would be worthwhile to stay around for anyways. A culture powered by PIPs and toxic management sounds like it a top place to avoid, not one you should be interested in working at.